Rewards Strategies

"One size does not fit all in our global organization. The corporate compensation plan is not just inappropriate, it's actually hindering our ability to get the right talent abroad.""We're paying out $8 Million in bonuses each year and feel like what we're getting in return is worth a fraction of that. Sometimes I feel like we're rewarding people just because they came to work.""I'm just not sure if 'pay-for-performance' works with our overall business strategy or culture. 'Performance' conjures up something other than what we want to promote in our people, which is accountability, empowerment, and mastery. Yet I'm being told pay and performance have to be combined. Why?"Total Compensation is one of the largest costs of any organization. It is also an area of great emotion and, ironically, resistance to change despite any grumblings about pay. With decades of experience in Human Resources Management and Total Rewards, we help you assess your rewards strategies and overall employee value proposition to ensure you are getting the best return on your people investment. Based on what you want from your investment, we can help you review through fresh eyes the Total Rewards philosophy, market strategies, geographic strategies, the role of performance in compensation strategies, and plan designs to ensure the combination of these key elements is driving desired behaviors that support the organization's mission, vision, and strategy. Click the following for information on:- Strategy, Culture & Rewards Alignment- Goal Strengths/Gaps Analysis- Performance Strategies- Work Design